Human Resource Management Practices in Reliance

Industries Ltd

Abstract

Human resource management functions are no longer specialized
functions, merely confined to the human resource or personnel
department. The management of human resources is the responsibility of
every manager in the present business scenario. It is a fact that most of
the problems in an organization are human related, since human being is
dynamic, complex and highly sensitive to environment. Managing the
human resource in any organization is therefore a challenging task,
therefore, in the present competitive market situations one of the better
ways to survive and grow is to adopt new strategies and policies for
human resource management both for managerial and non managerial
staff. Many private and public sector organizations in India and abroad
have realized the importance to develop their human resource.
Human Resources Management may be described as that activity in
an enterprise which strives to mould the human resource into the effective
organization provides opportunity for maximum individual contributions
under healthy working conditions promote individual development and

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creativity and commitment as his principal assets.
Dhirubhai Ambani founded Reliance Industries Limited with
courage. It is also concerned with the development of
individuals and achieving integration of goals of the organization and
those of the individuals. the business activities of Reliance cover oil and gas.
Today. petroleum
2
. In the light
of the changing business scenario that has led to many emerging human
resource issues.5 billion) group.encourage mutual confidence and understanding between the employer
and the employees and between the employees themselves. information technology. But in the
recent past some new orientation is taking place in the Indian
organizations due to the global impact on business activities. telecom and others. Particularly in knowledge based
industries such as software. While people have always been central to
organizations. Human
resource management is responsible for maintaining good human
relations in an organization. today they have taken on an even more central role in
building firm’s competitive advantage. In this context Reliance Industries in India need no
introduction which is successfully adopting and implementing innovative
human resource practices for creating competitive advantage. Within a span
of 27 years. he shaped it into a Rs 65.000 crore (USD 13.
The human resource dynamics prevalent in Indian Organizations
are different from those in the other counties of the world.
success increasingly depends on ‘people embodied know how’.

a Technical team from the World Bank visited the Reliance
Textiles' Manufacturing unit. textiles. he ushered in an equity
revolution in India. petrochemicals. Reliance also
became the world's eleventh-largest producer of plastics. in Ahmedabad in the year 1977. Dhirubhai started
the brand "Vimal".
Textiles were manufactured using polyester fibre yarn. plastics. Vimal Ambani. Franchise retail outlets
were started and they used to sell "only Vimal" brand of textiles. and earned for Reliance the distinction of
being the world's second-largest manufacturer of polyester. Dhirubhai
started his first textile mill at Naroda. textiles and is involved in
the production of crude oil and gas.
Sensing a good opportunity in the textile business. financial services
and infrastructure. and an operator
of the world's fifth-largest petroleum refinery.3 million investors. polyester.
In the process of building Reliance.refining. Extensive marketing of the brand "Vimal"
in the interiors of India made it a household name. acknowledged as one of the best-run companies in the
world has various sectors like petrochemicals. He democratized the process of wealth creation by
endowing 3. In the
year 1975. which was named after his elder brother Ramaniklal
Ambani's son.
Reliance. to polyester and polymer products.
The company’s refinery at Jamnagar accounts for over 25% of India's
total refining capacity and their plant at Hazira is the biggest chemical
3
.

A team of doctors was unable to save his life. He visualized Reliance Infocomm as a powerful vehicle to
percolate the benefits. of the knowledge era to all sections of society.complex in India. 2002 after he suffered a major stroke.
4
. The entity headed by Mukesh Ambani is
referred to as the Reliance Industries Limited whereas Anil's Group has
been renamed Anil Dhirubhai Ambani Group (ADAG).
Insurance and Internet Businesses. Mukesh Ambani getting RIL and IPCL &
his younger sibling Anil Ambani heading Reliance Capital. The company has further diversified into Telecom. He was in a state of coma for more than a week.
He conceived of Reliance Infocomm as a means to bring a
technological revolution to this country and usher in a digital revolution
in India. in the areas of information
and communication. This was his
second stroke.
With amazing foresight.
After the death of Mukesh Ambani the Reliance Empire split
between the Ambani brothers. the Power Sector and so on. the first one had occurred in February 1986 and had kept
his right hand paralyzed.000 employees provides almost 5% of the
Central Government's total revenue. Now the
Reliance group with over 85.
Dhirubhai Ambani was admitted to the Breach Candy Hospital in
Mumbai on June 24. Reliance
Energy and Reliance Infocomm. he sensed the incredible potential of the
technological revolution sweeping the globe.

He
visualised the ability of information technology to deliver new means for
enlightening.
integrated (wireless and wire line) and convergent (voice. designed to offer services that span the entire
Communication value chain .infrastructure.
is
part
of
Reliance
Communications Ventures (RCoVL). Reliance Communications. He encouraged the Reliance Infocomm team to
look for the best technology in the world and use it to reduce the cost to
the consumer. high capacity.
Dhirubhai Ambani envisioned an all-encompassing and affordable
information and communication infrastructure to fashion a new society by
building communities with shared interests and values. and making livelihood an
enjoyment.He fashioned a strategy.
Reliance Communication network is a pan India.
along
with
Reliance
Telecom. entertaining and enriching people. which was conceptually simple and
sweeping in its impact.
This vision signaled a sweeping revolution for a New Way of Life
for a New India. and empowering
people by overcoming the handicaps of illiteracy and mobility. formerly known as Reliance
Infocomm. learning an experience.Reliance Communications Limited
founded by the late Dhirubhai H Ambani is the flagship company of the
Reliance Anil Dhirubhai Ambani Group was launched on December 28
2002. and living an excitement. services for enterprises and
5
. data and video)
digital network.

net profit of Rs.
13.100
Reliance
Indian
and
multinational corporations. which is quite significant. and over 800 global. without the
6
. Yet. It ranks among the Top 5 Telecom companies in the
world
by number of customers
Communications
corporate
in
clientele
a
single
includes
country.6 billion). Reliance Communications is India's truly integrated
telecommunications service provider. 8.
The Reliance Anil Dhirubhai Ambani Group currently has a net
worth in excess of Rs. cash flows of Rs. It
was assumes that Reliance Communication requires human faculty and
human skills for better performance. applications and consulting. The Company has a customer base
of 105 million customers including over 2.
The Global Depository Receipts and Foreign Currency Convertible Bonds
are listed on Luxembourg Stock Exchange and Singapore Stock Exchange
respectively. regional and domestic
carriers.8
billion). material
and machinery form a significant segment of this sector. Other facilities like finance.The Equity Shares of Reliance Communication are listed on
Bombay Stock Exchange Limited and National Stock Exchange Limited.000 crore (US$ 13.000 crore (US$ 2. 64.8 billion).individuals. The network is designed to
deliver services that will foster a new way of life for a New India.5 million individual overseas
retail customers.400 crore (US$ 1.
2.
The following research was conducted to study the role of human
resource management in an organization.

05 percent level of
significance.
These practices are providing optimum satisfaction to the employees.05
= 40. The satisfied and
motivated workforce hence is responsible for maximum productivity and
optimum utilization of the resources thus creating a competitive
advantage for the organization.2. Thus the hypothesis Ho is rejected and H 1 (alternative
hypothesis) is accepted
7
. 5. Statistically there is no difference
between the expected and the observed frequencies.113) and are significant at 0. There are 20 parameters in these tables which
measures these opinions effectively. After studying these practices we can
realize that these practices are developed after research careful analysis.4. According to the
results of chi-square. 5.1. leading to
maximum support and satisfaction of the employees.3 and 5.  2
0.presence of competitive human resource other factors may not contribute
significantly for the success and growth of the organization.
The survey conducted by the researcher further analysed and
interpreted. it is observed that the calculated 2 values for these
20 variables are greater than the table value (Table value of Chi-square
for 2.
Reliance communication is adopting various innovative human
resource practices after the due research and careful analysis. To conclude data in a meaningful manner and to find out the
perceptions and opinions Chi-square ( 2) test is used in the tables Table
5.

training and development of the employees.2. Further more Pearson’s chi square tests for testing
independence between two categorical variables were also conducted for
testing the association between satisfactions with sex. 5. Employees Grievances and work Load needs
immediate attention by the organization since the responses of the
employees in these areas shows that there is still room for improvement
and betterment. job analysis.
Hence
there
is
a
significant
difference
among
respondents over the opinion about HRM practices in Reliance
Communication. Job Security.
However some of the areas like wages and salary administration.
placement and induction programmes. job
enrichment. job design. and discipline of the organization. responses of
the employees and the results of the Chi-square (2) tests for
homogeneity of proportions.4 shows all those parameters.Table 5.
The responses shows that majority of the respondents are satisfy
with the following human resource management practices of the
organization namely recruitment and selection policy of the organization.1. satisfaction with
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. policy of promotions and demotions. The analysis help us to draw the conclusion
that majority of the respondents are satisfy with the various human
resource management practices adopted and implemented by the Reliance
Communication. 5. social security measures.3 and 5. workers’ participation in
management. motivational schemes
and methods.

Further chi square test for independence between designation and
satisfaction with salary. the
author concludes that factors framed affect the overall improvement of
the functioning of Reliance communication. employees of
every designation are evenly satisfied and dissatisfied.
performance appraisal system shows the association between two
variables. every designation or educational background are
satisfied or dissatisfied wit the various human resource management. Therefore. training and
development and performance appraisal were conducted. Similar tests results
between sex and recruitment and selection. but still there is a need for
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. training and development.
employees of the either sex are equally satisfied and dissatisfied with the
salaries and wages offered by the organization.
Pearson’s chi square is meant for testing independence between two
categorical variables. chi square test for independence between sex and
salary shows that there is no association between two variables i.e.designation and satisfaction with education of the respondents. recruitment and selection. The
objective of conducting these tests was to see that employees of both
gender. every designation and every educational background are satisfied
with the various human resource management practices of the
organization. Hence it was
found that there is no association with the two variables i.e. The results of these tests are showing that the satisfaction
level of the employees is not affected with the above variables i.e.
employees of either sex.

It should take many productive and
aggressive steps for the promotion of HRM.
Economic development can succeed only when the environment as a
whole is conducive to change and innovation at all levels and on all fronts
especially in IT and Communication Industry. capital.
administration
and
more
transparent
development
of
and
energetic
entrepreneurship in developing countries and further liberalization of
markets and goods. A new vision for global co-operation for the next century is
needed.the improvement in the in some of the policies of the HRM adopted by
the organization. which should encourage the researches upon increasing
potentiality of human resources. It is recommended that the Government of India should form a
‘HRM Board’. The need of the hour is to
10
. This would require joint action
programmes. This will require educated
masses. The developing countries must first develop
the human resources in order to develop the IT and Communication
industries in which technological innovation can occur on a large scale. technology. literate and national masses. The strategies supported to achieve
the goal of human resources development in IT and Communication
Industry
include
accountable
more
public
open
government.
It is the right time to accord the status of IT and Communication
in priority.
On the basis of empirical findings the study makes few suggestions
having policy implications.

job description and specification
and proper career planning is required at all levels of the organization. improper career path.
The HR practices still lack professionalism in the organizations.tackle grassroots realities of HRM and then take some harsh measures to
infuse a new blood in IT and Communication sector.
less salaries.
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. lack of training and development. lack of
professional growth.
moreover a good manpower planning. quality of worklife and improper work-life balance are the key issues in telecom industry
which need to be immediate attention in order to reduce attrition. long working hours.